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sexta-feira, 28 de março de 2014

A genetic atlas of human admixture history

At http://www.admixturemap.paintmychromosomes.com/

This interactive map summarizes the results described in the paper "A genetic atlas of human admixture history", Hellenthal et al, Science (2014). This help page gives a brief summary of the content and structure of the page. (We also suggest reading the FAQ and the tutorial accessible under the 'Historical event' menu.) To begin, click on a labelled population on the map (or select one from the "Target" drop-down menu at top). You will see displayed details of past admixture events which we infer to have occurred in forming that population.

For simple admixture events (two source populations admixing at a single point in time) or in "mixing coefficients" view, coloured circles or pie charts on the map depict the inferred genetic make-up of the two (blue and orange) admixing sources involved in the event for the selected population. The real admixing sources will not usually have been sampled, but we infer details of their DNA make-up. To do this, the DNA of each of the two source populations is represented in terms of a mixture of segments of DNA shared with sampled "donor" populations displayed on the map, with the area of each circle (or slice of a pie) proportional to the mixing coefficients for that donor.

For complex admixture events (involving admixture between more than two sources, possibly at different times), in "contrasts" view squares depict the differences in inferred genetic make-up between the two sources, with the area of each square proportional to the amount by which the given "donor" population more greatly represents (shares DNA segments with) one source over the other. (These differences tend to be more stably estimated than the mixing coefficients that we present as circles in these more complex cases.)

The box on the right provides more details about the event depicted, including the estimated date of the admixture event, the total estimated proportion of admixture from the first (orange) source, and our conclusion ("no admixture", "one date", "one date, multiway", or "multiple dates"). In the box, "side 1" depicts donor populations involved in the mixture describing the orange source and "side 2" depicts donor populations involved in the mixture describing the blue source. Coancestry curves are shown for all pairs of donor populations whose tick-boxes are selected (unless "no curves" is indicated next to the donor population), with black lines the raw data and green lines the fit under the given date(s) and proportion(s) of admixture.

For some populations, we conducted multiple analyses and/or inferred multiple events in a single analysis. For such populations, our results for each analysis and each event are given, and you can toggle between these results using the drop-down menu under "Analysis". The analysis selected by default is the "full" analysis that uses all populations as potential donors.

In the "Historical event" drop-down menu, we also provide a tutorial on how to use the site, followed by a selection of historical interpretations of admixture signals we see - many of which are shared among several groups. Each event provides text describing our genetic inference and how it might relate to historically attested events, as well as allowing users to click individually on all groups related to the described... ( more at http://www.admixturemap.paintmychromosomes.com/ )




quarta-feira, 19 de março de 2014

Best and Worst Words to Use in a Résumé

At http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=3%2f13%2f2014&siteid=cbpr&sc_cmp1=cb_pr809_&id=pr809&ed=12%2f31%2f2014

Hiring Managers Rank Best and Worst Words to Use in a Résumé in New CareerBuilder Survey

CHICAGO – March 13, 2014 – One in six (17 percent) hiring managers spend 30 seconds or less, on average, reviewing résumés, according to a new CareerBuilder survey. A majority (68 percent) spend less than two minutes. With so little time to capture interest, even a candidate’s word choice can make a difference. The nationwide sample of employers identified which commonly-used résumé terms are overused or cliché and which are strong additions.

The national survey was conducted online by Harris Poll on behalf of CareerBuilder from November 6 to December 2, 2013, and included a representative sample of 2,201 hiring managers and human resource professionals across industries and company sizes.

“Hiring managers prefer strong action words that define specific experience, skills and accomplishments,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “Subjective terms and clichés are seen as negative because they don’t convey real information. For instance, don’t say you are ‘results-driven’; show the employer your actual results.”

The Worst Résumé Terms

The following terms are résumé turn-offs as selected by respondents:

1. Best of breed: 38 percent

2. Go-getter: 27 percent

3. Think outside of the box: 26 percent

4. Synergy: 22 percent

5. Go-to person: 22 percent

6. Thought leadership: 16 percent

7. Value add: 16 percent

8. Results-driven: 16 percent

9. Team player: 15 percent

10. Bottom-line: 14 percent

11. Hard worker: 13 percent

12. Strategic thinker: 12 percent

13. Dynamic: 12 percent

14. Self-motivated: 12 percent

15. Detail-oriented: 11 percent

16. Proactively: 11 percent

17. Track record: 10 percent

The Best Résumé Terms

There are, however, several strong verbs and terms candidates can use to help describe their experience. The following are terms employers would like to see on a résumé:

1. Achieved: 52 percent

2. Improved: 48 percent

3. Trained/Mentored: 47 percent

4. Managed: 44 percent

5. Created: 43 percent

6. Resolved: 40 percent

7. Volunteered: 35 percent

8. Influenced: 29 percent

9. Increased/Decreased: 28 percent

10. Ideas: 27 percent

11. Negotiated: 25 percent

12. Launched: 24 percent

13. Revenue/Profits: 23 percent

14. Under budget: 16 percent

15. Won: 13 percent

Survey Methodology
This survey was conducted online within the... ( more at http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=3%2f13%2f2014&siteid=cbpr&sc_cmp1=cb_pr809_&id=pr809&ed=12%2f31%2f2014 )

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract great talent. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors and 1 million jobs. CareerBuilder works with the world’s top employers, providing everything from labor market intelligence to talent management software and other recruitment solutions. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company and The McClatchy Company (NYSE:MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, South America, Canada and Asia. For more information, visit www.careerbuilder.com.

Media Contact

Ryan Hunt

773-527-6923

Ryan.Hunt@careerbuilder.com

http://www.twitter.com/CareerBuilderPR


CareerBuilder Media Contact
For all media inquiries and interview requests, contact:

Jennifer Grasz
(P) 773-527-1164
(E) jennifer.grasz@careerbuilder.com